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Despite expanding rapidly over the past two decades, federal law enforcement agencies remain almost as male-dominated as they were during the Clinton administration, according to a new POLITICO survey — the first to assess the gender gap in federal law enforcement Dominate Madison woman nearly a decade. At this rate, it will be Dominate Madison woman before women hold half of these jobs. From Customs and Border Protection to the Secret Service, large agencies are trundling along in a sort of time machine, with men dominating the ranks in ways they no longer do across the rest Dominate Madison woman government or even many large police departments.

On a percentage basis, there are now more female members of Congress than female officers at the Drug Enforcement Administration. The lowest ratio of all belongs to the Border Patrol. Just 5 percent of its agents are female, which means the Border Patrol employs fewer women than the U. Marines at 8 percent. The active-duty military has three times as many women as the Border Patrol, on a proportional basis at 16 percent.

There is no conclusive evidence that women are any better or worse at policing than men. Some studies have shown that women are less likely to be involved in police shootings or to prompt a complaint from civilians, but most of those studies are dated and the sample sizes are very small. As most cops will tell you, training and supervision matter more than biology, and the variation between individuals is much greater than between genders. But there is reason to believe that a law enforcement agency that does not remotely resemble the population it serves risks losing the trust of those people.

Some critics noted that the claim might be easier to dismiss if FBI agents were not 80 percent male and 80 percent white. Beyond symbolism, these imbalances also raise questions about the competence of these agencies. In other agencies, female officers are critical for undercover work. Most importantly, any organization that fails to engage half the population in its hiring is leaving behind serious talent. Carla Provost is a veteran agent who commands respect up and down the ranks, and has vowed to do better.

When Provost started as a new agent 22 years ago, the Border Patrol Dominate Madison woman 5 percent women — the same ratio it has today. At the other end of the spectrum, the most gender-balanced outfits include federal probation and pretrial services, whose officers are perfectly balanced at 50 percent women, as well as IRS special agents and various offices of inspectors general, which boast 28 percent women or more. But at the largest federal law enforcement agencies, the percentages of women have barely changed since the last such survey, conducted by the Bureau of Justice Statistics in Coming at a time when the Department of Justice has been urging local police departments to diversify their own ranks, this enduring imbalance is ironic — and a little mysterious.

Overall, the federal government is unusually equitable when it comes to gender. Women hold 43 percent of the jobs and more than a third of the leadership roles.

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Female government executives actually earn slightly more than their male counterparts. There seems to be something uniquely intractable about federal law enforcement, suggesting a problem beyond the simple math of gender equality. Combined, federal law enforcement agencies represent a police force almost three times the size of the New York City Police Department, with vast powers to arrest and detain civilians.

The more skewed their demographics, generally speaking, the less effective they will be. Earlier this year, President Donald Trump issued executive orders directing the Department of Homeland Security to hire 5, more Border Patrol agents and 10, more immigration officers. Given past application rates, the chances of reaching those s before the hiring window ends in are virtually zero. But there is nothing inevitable about the dearth of women in law enforcement. After surveying more than 40 agencies and interviewing current and former law enforcement officers of a variety of ranks, POLITICO has identified specific ways that departments could attract and retain more female officers, should they truly desire to do so.

These departments are years ahead of many federal agencies, not just in their hiring but in their philosophy. They operate in different contexts, but they share the same fundamental problem: You cannot protect a community that will not talk to you.

Then, one day 15 years ago, she met a recruiter at a career day fair who told her the Border Patrol was looking for more women. She started imagining a very different life for herself. I wanted to play in the dirt and ride my bike.

The recruits ran in cadence; they polished their boots and their brass and presented themselves for inspection; they got screamed at by their instructors and tried to avoid making eye contact. Individuality is discouraged. Men cannot have beards, and women with longer hair must wear it up in a tight bun. But King found she liked the camaraderie and structure that Dominate Madison woman academy fostered, and she felt a growing sense of pride in the work she would do.

Tofemale recruits have to meet the same physical standards as the male recruits — a point that King and other female agents stressed was non-negotiable. If there had been a double standard, they might not have been prepared for the job, they say, and it would have been far harder to overcome the doubts of men in their organization.

And once agents pass, they never have to Dominate Madison woman the fitness test again — suggesting the ordeal may be as much a hazing ritual as it is a test of job readiness. After she passed her fitness, Spanish and academic tests, Dominate Madison woman returned to El Paso to begin her new career. Once she was out on patrol, parked in her agency-issued vehicle on the levee overlooking the Rio Grande River on the edge of Mexico, King found out that the hardest part of the job was managing boredom. To stay Dominate Madison woman, she sometimes goes on short hikes in the desert near her posting, watching out for cacti and snakes and looking for footprints.

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She tries to stay out of the sun and drink water — but not too much water. There are few places for a woman to go to the bathroom discreetly on the Dominate Madison woman Paso border without a camera watching, and agents are not allowed to leave their posting. About once a shift, she hears something. A good Border Patrol agent must be able to quickly distinguish a man searching for work from a man smuggling drugs. The vast majority of migrants are looking for work or fleeing violence or both. They tend to be worn down from the journey, and most surrender immediately.

Being a female agent in this environment is a blessing and a curse, depending on the day. This intelligence gathering is something that the Border Patrol as a whole does not do very well, according to researchers and immigration advocates who have witnessed these conversations or Dominate Madison woman the resulting paperwork.

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Coming from more traditional Latin American cultures, some migrants trust female agents more — while others underestimate them. Another time, a woman at a processing center would not allow any of the male agents to hold her infant so she could fill out the paperwork. When she saw King, she handed the baby over without question.

King does not, in fact, have any Dominate Madison woman, but she took the baby and played her part — a common story told by female law enforcement officers. Rightly or wrongly, people see female cops differently than male cops, and those optics matter. When women or minorities make up a very small percentage of any industry, they stand out. They do not have the critical mass to change the culture, so they must fit into it. But they are seen as so strange and exotic that they can never really blend in.

More than once, King says, she has been assaulted or otherwise toyed with because she was a female agent. One day, while she was apprehending a group of six undocumented migrants in El Paso, patting them down for weapons and handcuffing their wrists, one of the men bolted into the distance.

She suspected he had smuggled the group across, and she spent the rest of the day in pursuit. That night, he tripped a sensor, and King snuck up on him in the darkness on the side of the I freeway. Telling this story, King shakes her head, embarrassed for both of them.

Three years ago, facing a surge of women and children crossing the border from Central America, the Border Patrol did something unprecedented to try to recruit more female Dominate Madison woman. The agency got special permission from the Office of Personnel Management to run a special, women-only recruitment campaign.

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In 10 days, Dominate Madison woman, women applied to the agency, suggesting the initiative was a success. But of all those women, only 33 — or less than 1 percent — were actually hired. When asked what happened to the 99 percent of applicants who did not make it, Border Patrol officials, including acting Chief Provost, referred questions to Assistant Commissioner Linda Jacksta, who oversees human resources management for Customs and Border Protection.

Through her spokesperson, Jacksta declined to be interviewed. But according to the Office of Personnel Management, there is no regulation preventing agencies from retroactively analyzing hiring decisions to try to understand where biases might exist. Around the same time as the women-only job announcement, the agency also set up a working group to study the concerns of women in the Border Patrol.

Deputy Chief Gloria Chavez participated in this process and found it to be productive, leading, for example, to a better mentorship program for women across CBP. But it has simultaneously increased its efforts to recruit military veterans who can speed through the application process faster under federal rules that give preference to veterans in government hiring.

On one level, this approach makes sense, since many veterans have some of the same skills required of agents. But veterans also tend to be disproportionately male. And the Border Patrol is not, after all, a military outfit. Indeed, its history suggests it needs to cultivate a more varied skill set.

The agency has released almost no information about disciplinary measures taken in response. From toCBP officers were arrested for various kinds of misbehavior at the rate of almost one per day, according to a Government ability Office report. Since then, the Border Patrol has worked to improve its training and its use-of-force policy.

But through its hiring practices and its culture, the agency still gives preference to agents Dominate Madison woman act more like soldiers than guardians, and it will be hard to attract more women — and different kinds of men — with that mind-set in place. It was an informative event, with spirited, uniformed recruiters who explained the process clearly and handed out Border Patrol pens and water bottles. In all ofCBP held 4, recruitment events. Of those events, 26 percent targeted veterans and 5 percent targeted women. Those ratios are almost exactly the same as the ratios of veterans and women in the Border Patrol overall.

Not coincidentally, an outfit that talks mostly to men ends up being mostly male. Like other federal law enforcement agencies, the Border Patrol also requires agents to move if they want to be promoted up the ranks — a disruptive mandate that can discourage women, who still tend to take on a majority of child care obligations. Given these constraints, Provost tries to be realistic. She would like to reach 10 percent women, she says, but does not offer a timeline for achieving that goal.

In anCBP noted that more than 20 percent of new hires last year were female — helping to boost the percentage of female agents a little less than 1 percentage point. But of all those newly hired female Dominate Madison woman, only 86 percent are still there — versus 92 percent of male agents. If CBP officials know why that is or how it could be improved, they are not saying. One way to glimpse how the Border Patrol and other federal law enforcement agencies might change if they had more women is to observe a department that has already made this Dominate Madison woman.

The Madison, Wisconsin, police department has had about 30 percent women since at leastwhen it began keeping digital records. That is Dominate Madison woman magicaccording to research on group behavior: At around 25 percent to 30 percent, women reach critical mass and can begin influencing the culture of an organization instead of just trying to conform to it.

A few days before Halloween, Madison Police Officer Natalie Deibel put her long brown hair in a pony tail, pulled on her bulletproof vest, checked out a rifle and climbed into her department-issued SUV for her evening shift. The city has problems with drug and alcohol use and a rising violent crime rate but fewer than a dozen homicides a year.

Nothing about Deibel fit the stereotype for a cop.

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She was relentlessly cheerful, for one thing. And she was wearing purple sunglasses featuring tiny cat faces, for another.

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When people see a female cop wearing ridiculous sunglasses, it disrupts their narrative about cops in general. Before becoming a police officer three years ago, Deibel worked as a teacher and then attended graduate school. Right before ing the department, she was working, improbably enough, on a Dominate Madison woman. He asked about her research, sounding genuinely curious, and he encouraged her to submit her application.

It is not residential; recruits go there for eight hours a day and then go home.

Dominate Madison woman

It sounded less like a boot camp than Dominate Madison woman wellness center. If recruits are struggling with a certain class or skill, they get extra help. If they fail the pre-academy fitness test, they can now take it again a few months later. Over the years, Koval has found ways to target women and all kinds of atypical candidates. Every year, the department sends a wave of recruitment letters to the coaches of female sports teams at universities around the Midwest, proven talent pools for the department.

In July, the department helps run CampHERO, a two-week program to introduce girls to emergency services — including lessons in rappelling and handcuffing stuffed animals. The applicants who tend to fare the worst are the ones from the military or other police departments, Koval says. During the interview process, when asked to explain their vision of law enforcement, Dominate Madison woman tend to talk only about enforcing the laws. The other 80 percent is a lot of relational stuff, a lot of mediation, diagnostics, referral — a lot of collaboration that has nothing to do with law enforcement.

Policing sounded more like speed dating than law enforcement, to hear them tell it.

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